The Standard Job Interview Is Completely Unreliable
Job interviews are the most uniquely humiliating human experience outside of certain webcam productions. You dress up in silly clothes, wait for the receptionist to look up from their game of solitaire long enough to call your name, and then a prospective employer asks you a series of the most inane questions possible within spoken language. But are those questions really pointless?
Yes, they are.
Sorry for the fakeout. They're totally useless.
The standard interview, wherein an employer asks a series of open-ended questions to gauge whether you're the "best person for the job," is in fact a bad way of gaining any useful information about a candidate. Researchers at Michigan State University have over 85 years' worth of employer data, and they found that the traditional interview model is about as useful as picking employees with a dice roll.
So what truly works? Weirdly enough, those absurd personality tests which ask you to rate the importance of teamwork and other such nonsense are five to ten times more effective at identifying the best candidates. Even if all they're doing is weeding out the people who aren't smart enough to lie on them. Probationary employment periods and past performance were also found to be good indicators of employment matches. So there's another reason to check a candidate's references. Even Google and other big tech companies that were known for asking particularly ridiculous questions are phasing them out now. We know, we know, you literally just came up with the perfect answer for "If you were an algorithm, what kind would you be?" Sorry. You'll have to save that for your next date.
Rob Rose is a filthy SJW virtue-signaling leftist from Maryland. Yell at him on Twitter @RobRoseKnows. Eventually he'll post something on his blog.
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